What’s in the GINA for an Employee Like You?

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What does genetic information has to do with your job? This is the question that a lot of people have been asking given that the Title II of the Genetic Information Nondiscrimination Act (GINA) of 2008 has been made to protect the same. And so we will discuss the things that every employee needs to know about genetic information and why it matters to you and every employee in California and all over the country.

 

What is “Genetic Information” and what’s in it for you?

One’s genetic information includes some important things about one person. It includes one’s family medical history, information about one person or family member’s genetic tests. These tests include the possibility of an individual’s increased risk of developing sicknesses like cancer, even records of visits by one’s family member to get genetic counseling or being a part of clinical research works for genetic testing. Now with this providing a lot of information about you and your family, would you feel okay if somebody else is looking for and checking it out?

 

Why Is the GINA Needed in the Workplace?

Some employers use any sort of information they could have to make employment decisions. One of those is one’s genetic information which is not at all relevant to gauge a person’s ability to work. And so employees are barred from doing the following:

-          Get an employee’s genetic information,

-          Offer a genetic services to an employee, or

-          Acquire genetic information from “commercially and publicly available” sources.


And so, an employer should keep any genetic information that it does acquire about one applicant or employee confidential.

 

What To Do If Your Rights Under the GINA Are Violated?

You can ask for the help of an employment law attorney in Los Angeles to prepare and file a claim against the employer. Filing such claims should be made within 180 days of the alleged violation. This way, you will be able to get reinstated to your work and be compensated for the pain and suffering that such violation has done to you and your family members.

 

There are some things that you would rather not know about. However, the protection of your genetic information from use and abuse of some employers is very important for your safety as well. That is why you should protect this vital information about you to prevent being used and abused by some unscrupulous employers.

California’s Minimum Wage Increase: Yay or Nay?

 

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One of the highest minimum wages is about get higher once more. California Governor Jerry Brown has recently signed into law, a bill that would again raise the already high minimum wage in the state. Under this new law, the current $8.00 per dollar will then be raised to 9.00 per hour this July. According to the same law, the minimum wage in the state will be raised to $10 by January 2016. That makes the minimum wages in California well above the current federal minimum wage of $7.25 per hour.
 

How the bill was passed into law?

It is no secret that the cost of living in California is one of the highest in the United States. Such has caused a big problem for poor and middle class families. This has prompted the Democrats to make a measure that can help the low-wage workers in the state. In spite of its good intentions, many Republicans tried to stop this law as they believed that the minimum wage of employees is not the main problem. And so these Democrat assembly members have tried their best to lobby the prevention of the bill from being passed as they argued that such increases would be hurting local small businesses. Despite this opposition though, this new minimum wage law had an overwhelming 26-11 Senate vote and a 51-25 Assembly vote.
 

Opposing ideas

Assemblyman Luis Alejo explained the reason behind why he drafted the wage increase bill. He argued that the poor and middle-class families are not earning enough because of the families’ low income. Given the high cost of living in the state, Alejo believes that now is the time increase the minimum wage in California. On the other hand, Republican Brian Jones said that this increase effectively makes the state unfriendly to entrepreneurs looking to open or operate business in California. High labor costs, according to him, would discourage businessmen from investing or starting a business in the state. Another Republican, Connie Conway supported Jones’ ideas. Conway argued that such move could backfire and instead make things difficult for poor and middle-class families. According to her, the high cost of labor can actually cause businesses to close down, cause unemployment. Conway also said that such move could force struggling businessmen to cut business hours or remove some employees from their jobs.
 

Wage Law Violations

Even when the minimum wage in California was still lower, many employers have been repeatedly failing to follow this legislation. However, despite these violations, victims fail to stand up and report incidents of wage law violations committed by companies. Though difficult for their business, employers have the responsibility of giving their employees as prescribed by the law. If you have been a victim of wage law violations, you should immediately hire a top employment attorney and file the necessary charges against your employer.


You may also find this article helpful for you: 13 States raise minimum wage on the first day of 2014

New California Employment and Labor Laws to Watch Out for in 2014

The year 2014 is just around the corner, and as it is, everyone in the workforce, both employers and employees, are expecting changes in the California employment and labor. New laws signed by Calif. Governor Jerry Brown will be made effective next year, and as such, employers would have to make the necessary changes in their employment handbooks, as well as in their practices and policies.

Here is the list of some of the notable employment and labor laws in California to watch out for in 2014:

 

•    Assembly Bill 10. This bill was signed September 25 of this year, which would raise the state’s minimum wage from the current per-hour rate of $8.00 to $9.00 on July 1, 2014. By Jan. 1 2016, the minimum wage would increase once again, this time to $10.00. This bill, however, has been met with criticisms, especially from some businesses in California.

•    Senate Bill 770. This bill expanded the Paid Family Leave program of qualified California workers. Before the law, employees who took time off to take care of a child, spouse, parent or domestic partner with a serious illness, or to bond with an adopted or foster child can collect state disability insurance. The new law, which will be made effective July 1 next year, would include taking care for seriously ill grandparents, grandchildren, siblings and in-laws.


•    Senate Bill 496. This newly-signed bill would protect workers from discrimination, harassment, and retaliation for reporting local law violations.



•    Assembly Bill 218. Signed into law October 10, this bill states that local and state government agencies searching for potential employees are now prohibited from asking applicants regarding their criminal convictions. Here, agencies may still ask for the prospects’ criminal background, so long as the former determine the minimum employment qualifications.


•    Assembly Bill 263. This newly-signed bill would protect employees against unfair employer practices related to immigration, especially if they exercise their rights that are protected under the state’s Labor Code. Here, covered employers are not allowed to threatening employees in contacting immigration authorities when the latter complains about certain employer violations.


With these new laws taking into effect in 2014, employees can expect stronger protections against discrimination and other unfair employment practices, as well as be made aware of the changes in the realm of California labor. Meanwhile, an employee who thinks his or her employer violated any provisions in any of these new laws may consult with an expert Los Angeles employment lawyer.